Breaking the silence: Black women’s experience of workplace sexual harassment

From 25th November to 10th December 2024, we observe the UN annual 16 days of activism against gender-based violence. This is a time to contemplate, advocate, and act against gender-based violence so that no woman or girl must live in fear. But, for Black women, the intersect of gender and race compounds their reality of sexual harassment and violence. Black women’s voices are often not included in the discussions on gender-based violence. Even, organisations such as the #MeToo movement, which was started by Black activist Tarana Burke, and have worked relentlessly to provide spaces for marginalised survivors often erase the groups they were intended to help.

Stereotypes and misogynoir: the barriers Black women face

The harmful and untrue stereotypes that depict Black women as overly sexual, aggressive, and less deserving of empathy binds Black women in a double jeopardy as it continues to fuel harassment, but also silences survivors, discouraging them from reporting their experiences for fear of disbelief, for being judged, and face further stigmatism. 

When challenging these stereotypes, we must address the specific misogyny directed at Black women who face unique challenges when it comes to sexual harassment, because of historical, social, and cultural factors, and the legacy of slavery and colonialism which continues to shape societal views of Black women. Commonly known as Misogynoir, this combination of sexism and racism increases their vulnerability whilst isolating Black women from the support networks they need.

Key findings From the TUC research on Black women’s workplace experiences

The latest TUC research, undertaken in collaboration with Queen Mary University, focussed on creating spaces for Black women to share their workplace experiences and to inform the work unions do to tackle sexual harassment in the workplace. In our report, And then it clicked ... Black women's experience of sexual harassment in the workplace, we found: 

• 65% of respondents reported experiencing sexual harassment, with high rates of unwelcome sexual advances, unwanted touching, or sexual jokes. 
• 51% of respondents told us that their experience of sexual harassment had a negative impact on their mental health.
• 33% of respondents told us they had experienced negative, gender-based attitudes that diminish women in general, or Black women specifically.

The role of employers, governments, and trade unions in creating change

Ending sexual harassment of Black women is not the sole responsibility of Black women and it requires a comprehensive strategy:

1. A programme to educate workplaces, unions, and reps about the intersecting oppressions Black women experience, particularly how to dispel harmful negative stereotypes. 
2. Employers, government, and trade unions to set up and enforce zero tolerance policies on sexual harassment and to include a focus on the racialised components of sexual abuse. 
3. The full implementation of Labour’s Make Work Pay Agenda and other policies that will begin to address the economic and labour market inequality that disproportionately impacts Black women.
4. Black women must be involved and empowered to lead and make decisions in the development of solutions.

This year the 16 Days of Activism is a reminder that as a movement we cannot dismantle gender-based violence without addressing the intersection with race. Justice for Black women means not only listening to their voices but acting on what they are telling us to change their experiences within the movement. 

When we win for Black workers, we win for all workers and together we rise.